Emotionally intelligent leadership is about meeting people where they’re at rather than expecting them to meet you. This emotionally intelligent leadership series will help you understand the unique positions and perspectives of all 16 personality types and provide tactical tips and advice to meet them there.
Do you lead an INTJ (Architect)?
INTJs (Architects) share the Introverted, Intuitive, Thinking, and Judging personality traits. They often display a detached, logical approach to emotions. When faced with emotionally charged situations, they may focus on finding practical solutions rather than empathizing. Their (externally) reserved nature can make it difficult for others to read their emotions, which may give the perception of aloofness. They’ll likely share their true feelings only with a trusted few.
According to our research, 97% of INTJ personalities (Architects) say they consider themselves to be private people – and less than 2% say that, if they had a choice, they would prefer to work in a big team. People with this personality type have unique needs and preferences, and in order to foster the best possible working relationship, you should be aware of them.
So what’s the key to successfully managing these independent-minded individuals? Approaching the situation with emotional intelligence, of course.
This does not mean encouraging INTJs to be more emotionally expressive. What it does mean is understanding and respecting their unique perspective, communication style, and motivations. By doing so, you can tap into an INTJ’s strengths while also providing the support and guidance they need to thrive in their role.
Let’s get into it, shall we?
Understanding the INTJ Personality
93% of INTJs say they actively seek out new ways to expand their knowledge at work.
INTJs are known for their strategic thinking, independence, and high standards. They value competence and logic above all else and have little patience for inefficiency. INTJs exhibit an almost uncanny ability to control their thoughts and feelings, and they may (unduly) expect colleagues and superiors to match this level of restraint.
To them, the best way to ensure that something is done properly is to do it themselves. Perhaps that’s why they prefer to work autonomously and may resist excessive oversight or micromanagement. They also tend to be highly self-motivated and may not require constant feedback or praise to stay engaged in their work.
Tips for Leading INTJs
96% of INTJs think it is best to be direct and straightforward when speaking to others.
As a leader, you can foster a positive working relationship with INTJs by respecting their independence, giving them the freedom to explore new ideas, and providing opportunities to tackle complex problems. INTJs highly value their own competence and appreciate leaders who recognize their insights. (However, they likely won’t seek out recognition for these insights on their own. Providing opportunities for professional development or challenging projects can be more meaningful to INTJs than empty praise.)
In terms of communication, be direct and straightforward while respecting the privacy of their feelings. INTJs favor clear and concise communication and may not be open to sharing details of their private life at work. INTJs might be direct at times, but they rarely mean for others to take this personally.
When providing feedback, focus on specific, objective criteria rather than subjective opinions or personal feelings. INTJs will likely dismiss feedback that appears to be based on emotions rather than facts. Addressing shortcomings in a way that is both clear and compassionate (but not overdone) is the best approach for these personalities.
Engaging INTJs’ Strengths
INTJs are the most likely personality type to say they enjoy learning new things just for the sake of knowing them.
To truly engage INTJs’ strengths, involve them in strategic planning sessions and give them opportunities to tackle challenging projects. (Even without giving them official responsibility, treating them as a sounding board – and actually implementing their solutions – can boost their confidence and satisfaction.)
You can support their desire for learning and growth by providing opportunities for professional development. Encouraging INTJs to share their knowledge with others, perhaps through mentoring or presenting at team meetings, can also contribute to the growth of the entire team.
INTJs excel at finding innovative solutions that others may overlook. By creating a safe environment where they feel comfortable sharing their ideas and opinions, even if they go against the grain, you can tap into a powerful source of creativity.
Final Takeaway
To effectively lead INTJs, communicate directly and objectively, actively engage their strategic-thinking skills, give them autonomy to solve problems, support their desire for growth, and encourage their innovative ideas. Do this, and you’ll build strong, mutually beneficial working relationships that drive success for both the individual and the organization.
We’ll leave you with one final question to mull over: How can you create an environment that encourages INTJs to share their innovative ideas and insights?
How’s the Emotional Intelligence Challenge Going?
These deep dives into each personality type are a great way to apply emotionally intelligent leadership with your team.
Use the information you gain here as you go through your 30-day emotional intelligence challenge.
